A

SUMMER TRAINING REPORT

On

“STUDY ON YEARLY ANALYSIS OF RECRUITMENT AND

SELECTION IN KALISINDH THERMAL POWER PLANT”
BY

ARSHIN MANSOORI

Roll no:22MEJXX600

Submitted to

RAJASTHAN TECHNICAL UNIVERSITY

In partial fulfillment

of the requirement for

the

The award of the Post Graduate Degree of

“MASTER OF BUSINESS ADMINISTRATION”

Mrs .Aditi Dwivedi Mr. Hemant Madan

HOD Director HR
Department of Management Studies Kalisindh Thermal Power Plamt

1
 Department of MBA

GOVT.ENGINEERING COLLEGE,

JHALAWAR

Session 2022-202

2
 PRACTICAL TRAINING CERTIFICATE
“A STUDY ON RECRUITMENT AND SELECTION POLICY

IN KALISINDH THERMAL POWER PLANT ”

NAME : ARSHIN MANSOORI
ROLL NO. : 22MEJXX60O
SESSION : 2022-2023
TRAINING PERIOD : 19/08/2023 TO
: 45 DAYS

SUBMITTED TO

Department of MBA

GOVT.ENGINEERING COLLEGE, JHALAWAR

(2022-2023)

Prepared and presented to

UNDER THE GUIDANCE OF

COMPANY’S GUIDE NAME:
Mr. SURESH KHANDELWAL

(RELATIONSHIP MANAGER)

BY ARSHIN MANSOORI Roll no: 22MEJXX600

3
SUMMER TRAINING PROJECT EVALUATION FORM
Name of Student: Arshin Mansoori

Institute Roll No. 22MEJXX60o Session 2022-2023

Name of Organization Rajasthan Rajya Vidyut Utpadan

Nigam Limited

Address Kalisindh Thermal Power Plant, Rural Rd,

Neemoda,Rajasthan

Place: Jhalrapatan Pin 326023 Phone. 07432 2740413 Fax No. -

Duration of Training Period from 19/08/2023 to

No. of Working Days 45

1) How to you rate the overall training programme as an educational

experience? Excellent (. Y ) Very good ( ) Good ( ) Fair ( ) Poor ( )
2) To what extent will it help you in future?
To large extent (Y) To some extent ( ) Negligible extent ( )
3) Indicate subject/ area to which training was found relevant.
Training was found relevant regarding the area working capital management in kalisindh
thermal power plant.
4) Indicate the level of interest taken by the training organization
High ( ) Moderate (Y) Low ( )
5) Any other comments/ suggestions
I had enjoyed my summer training, learned skills which are useful in future and may be
inventory planning is more precise for high level business.

Dated :

Signature of the Student

4
 FEED BACK FORM

1. Name of the Industry : Rajasthan Rajya Vidyut Utpadan Nigam Limited

2. Concerned Group : Kalisindh thermal power plant
3. Turn Over (in terms of Capital) : 15484.74 cr.
4. Work Force : 55
5. Description of Process: Selection And Recruitment
6. Area of Training: Selection And Recruitment
7. Contact details of the Person responsible for Summer Training Project:
a. Name of contact person: Mr. Hemant Madan
b. Designation: Director HR
c. Communication address: Kalisindh Thermal Power Plant, Rural Rd,
Neemoda,Rajasthan
d. Phone No. with STD code: 07432-243003
e. Email Address: -

Name of the student : Arshin Mansoori

Institute Roll No: 22MEJXX600

Class: MBA, 3rd semester

Phone : - Mobile No. 7014621456

Email: arshinarif999@gmail.com

Dated :

Signature of the Student

5
 ACKNOWLEDGEMENT:

I am neither a research expert nor a trend spotter; I am a management student with

foundation of management principles and theories, who is curious about various sectors
and its latest happenings. Definitely, I can‘t ignore the technology, with internet as the
backbone and those search engines which helped me in building up this research project.

To being with, I am obliged to Mr. S.S. MEENA CHIEF ENGINEER Kalisindh

thermal power plant. who allotted me this interesting topic and with outwhose guidance
and constructive criticism this repot might have not been completed. I appreciate for
their cooperation and contributions for helping me in making project factual and
information.

I would like to express my heart full gratitude to Mr. A.K.C. Bhandari (Finance
Director), KALISINDH THERMAL POWER PLANT. Who helped me in sharpening
my thinking by cheerfully providing challenging comments and questions. Without the
individuals have provided, this project would have lost much of its refreshing realism. I‘m
also thankful to the management & all employees of KALISINDH THERMAL
POWER PLANT.

I also express my gratitude to Mr. HEMANT MADAN(HR Director), Mr. ADITI

DWIWEDI(H.O.D) and ALL FACULTY MEMBERS OF MBA DEPARTMENT OF RAJASTHAN
TECHNICAL

UNIVERSITY , KOTA who have been instrumental in making this report useful one.

Lastly, I would like to thanks to the ALMIGHTY and my parents for their moral and
financial support and my colleagues with whom I shared my dad-to-day experiences and

6
received lots off suggestions that improved my work quality.

BY ARSHIN MANSOORI

7
 PREFACES

I opted for this particular topic named “Recruitment & Selection” because recruitment and
selection procedures have taken a dramatic change in the industry. Human resource is responsible
for giving birth to human embalmers. The core function of an organization is Recruitment and
Selection because the organization doesn’t want to be a bad recruiter by selecting manpower that
might have the potential to spoil the long earned goodwill or corporate image and also incur heavy
recruitment costs on them.

Selection, is the process of picking individuals who have relevant qualifications to fill jobs in an
organization. The purpose of selection is to pick up the most suitable candidate who would meet
the requirements of the job in an organization best, to find out which job applicant will be
successful, if hired. To meet this goal, the company obtains and assesses information about the
applicants in terms of age, qualifications, skills, experience, etc. the needs of the job are matched
with the profile of candidates.

Recruitment, refers to the process of attracting, screening, and selecting qualified people for a job
at an organization or firm. For some components of the recruitment process, mid- and large-size
organizations often retain professional recruiters or outsource some of the process to recruitment
agencies. It is the process to discover sources of manpower to meet the requirement of staffing
schedule and to employ effective measures for attracting that manpower in adequate numbers to
facilitate effective selection of an efficient working force. The main objective of the recruitment
process is to expedite the selection process.

8
 TABLE OF CONTENT:

Chapter No. Contents Page No.

Title page (i)

Certification from organization (ii)

Practical training certificate (iii)

Acknowledgement (vi)

Prefaces (viii)

Chapter 1 Industry profile 1-9

Chapter 2 Special research on working capital 10-25

Chapter 3 Review of literature 26-28

Chapter 4 Objectives of study 29-30

Chapter 5 Research methodology 31-32

Chapter 6 Data analysis and interpretation 33-49

Chapter 7 Conclusion 50-52

Bibliography 53-54

ANNEXURE: 1.Balance Sheet 2.Profit 55-61

And Loss Account
 CHAPTER-1.
INDUSTRY PROFILE

1
INTRODUCTION

Everybody must be having a thought that a thermal power plant is a place where
electricity is produced. But do you know how it is produced? How the chemical
energy stored in fuel is converted into heat energy which forms the input of power
plant i.e. steam and electrical energy produced by generator? Power is the single
most important necessity for common people and industrial development of nation.
In a conventional power plant the energy is first converted to a mechanical work and
then is converted to electrical energy .Thus the energy conversions involved are:

The first energy conversion takes place in Boiler or Steam Generator, second in
Turbine and the last conversion takes place in the Generator.

A thermal power station is a power plant in which the prime

mover is steam driven. Water is heated, turns into steam and
rotates the turbine which drives an electrical generator after that
steam pass through in a condenser where it condensed and
recycled to again in boiler; this whole cycle is known as
RANKINE CYCLE.

2
CONTRIBUTION OF THERMAL POWER PLANT IN INDIA

In India, Thermal Power Plant contribute about 60% of the total

electricity produced. Pie chart shows the electricity production
percentage by different sectors-

Fig-percentage of electricity produced by different sectors

3
INTRODUCTION OVERVIEW OF KaTPP
Fig-KaTPP 3D
VIEW

4
Kalisindh Thermal Power Project is about 760 K.M. from Kurukshetra Junction. It is located
in Jhalawar. The proposed capacity of coal based Thermal Power Project is 1200 MW. The
project site is about 12 km from Jhalawar (Distt.-Head quarter) and NH-12. Site is comprising
of 5 villages viz. Nimoda, Undal, Motipura, Singharia and Devri. It is 2km from state highway
No.19 and 8 km from Ramganj Mandi - Bhopal broad gauge rail line

Fig-route between Kurukshetra Junction to Kalisindh

Thermal Power Plant

The site selection committee of Central Electricity Authority has visited the Nimodha and its
adjoining villages of Jhalawar Distt. And site was found techno- economical feasible for
setting up of a Power Project. The Govt. of Raj. have

5
Included that project in 11th five year plan. The estimated revised cost of the project is
Rs.9479.51 Crores. M/s. TCE Bangalore has been appointed as the technical consultant for the
project. The state irrigation department has allotted 1200 mcft water for the project from
proposed Kalisindh dam.

The river enters from MP to Rajasthan near village Binda. After flowing 145 km in Rajasthan,
the Kalisindh river merges in Chambal river near Nanera village of Distt. Kota.Its catchment
area is about 7944 sq.km in Jhalawar & Kota Distt. The existing Dam is located at Bhawarasa
village, primarily for P.H.E.D. purpose is being uplifted for providing a storage of 1200mcft
water for this power project.

The GOR has allotted 842 bigha Government land and acquired 1388 bigha private khatedari
land for the thermal project .Phase-1 will be constructed on 1400 bigha land only.EPC contract
has been awarded to M/s. BGR Energy System Chennai on dt.09/07/08,through ICB route at
cost Rs.4900Crores. Ministry of coal, Govt. of India has allotted Paras east and Kanta basin
coal blocks to RVUN in Chhattisgarh state. The RVUN has formed new company under
joined venture with M/s. Adani Enterprises for mining of coal blocks and new co mpany
started the work. Annual coal requirement for the project is 56 LacsTPA.GOR also decided to
setup two new units of2x660MW in next few years.

6
 PRINCIPLE OF OPERATION

For each process in a vapour power cycle, it is possible to assume a hypothetical or ideal
process which represents the basis intended operation and do not produce any extraneous
effectlike heat loss.

1. For steam boiler, this would be a reversible constant pressure heating process of
waterto form steam.

2. For turbine ,the ideal process would be a reversible adiabatic expansion of steam.

3. For condenser, it would be a reversible a constant pressure heat rejection as

thesteamcondenser till it becomes saturated liquid.

4. For pump, the ideal process would be the reversible adiabatic compression
of liquidending at the initial pressure.

When all the above four cycles are combined, the cycle achieved is called RANKINE CYCLE.
Hence the working of a thermal power plant is based upon Rankine Cycle with
somemodification.

7
 THERMAL PLANT OPERATION PROCEDURE

The basic understanding of the modern thermal power station in terms of major systems
involved can be done under three basic heads viz. generating steam from coal, conversion of
thermal energy to mechanical power and generation & load dispatch of electric power.

 COAL TO STEAM- The coal is burnt at the rate upto 200 tonnes per hour. From coal
stores, the fuel is carried on convey or belts to bunkers through coal tipper. It then falls
in to coal pulverizing mill, where it is grounded into powder as fine as flour. Air is
drawn into the boiler house by drought fan and passed through Preheaters. So me air is
passed directly to bunker and rest, through primary air fan, to pulverizing mill where it
is mixed with powdered coal. The mixture is then carried to bunker of furnace where it
mixes with rest of the air and burns to great heat. This heats circulating water and
produces steam, which passes to steam drum at very high pressure. The steam is then
heated further in the Superheater and fed to high pressure cylinder of steam turbine. .
The spent steam is sent to condenser, where it turns back to water called condensate.
Condensate is sent tol ower part of steam drum through feed heater and economizer.
The flue gases leaving boiler are used for heating purpose in feed heater, economizer,
and air Preheater.
 STEAM TO MECHANICAL POWER- Steam first enters the high pressure cylinder
ofturbine where it passes over a ring of stationary/fixed blades which acts as nozzle
and directs steam onto a ring of moving blades. Steam passes to the other cylinders
through reheater and the process is repeated again and again. This rotates the turbine
shaft upto 3000rpm. At each stage, steam expands, pressure decreases and velocity
increases.
 MECHANICAL POWER TO ELECTRICAL POWER- To obtained the electrical power from
mechanical power we connect the shaft to an alternator’s armature. When the armature is rotated
and electric current

8
produced in the stator’s windings. The generated electricity is of order 25,000 volts.
 SWITCHING AND TRANSMISSION-The produced electricity is can’t to transmitted as this
state so It is passed to a series of three switches called an isolator, a circuit- breaker, and another
isolator. From circuit-breaker, current is taken to bus bars and then to another circuit-breaker with
it’s associated isolator before being fed to the main Grid. Each generator has its own switching and
transmission arrangement. Three-phase system is used for power transmission.

 CONTROL AND INSTRUMENTATION- Control and Instrumentation (C & I) systems are

provided to enable the power station to be operated in a safe and efficient manner while responding
to the demands of the national grid system. These demands have to be met without violating the
safety or operational constraints of the plants.

9
 CHAPTER-2.
SPECIAL RESEARCH ON
RECRUITMENT AND SELECTION

10
 INTRODUCTION
Recruitment and Selection is an important operation in HRM, designed to maximize employee strength in
order to meet the employer's strategic goals and objectives. In short, Recruitment and Selection is the
process of sourcing, screening, shortlisting and selecting the right candidates for the filling the required
vacant positions.

In this tutorial, we will discuss the various aspects of Recruitment and Selection such as the recruitment
process, the factors affecting recruitment, recruitment planning, methods of recruitment, recruitment
interviews, selection process and making an offer.

The Scope of Recruitment and Selection

The scope of Recruitment and Selection is very wide and it consists of a variety of operations. Resources
are considered as most important asset to any organization. Hence, hiring right resources is the most
important aspect of Recruitment. Every company has its own pattern of recruitment as per their recruitment
policies and procedures.

The scope of Recruitment and Selection includes the following operations −

 Dealing with the excess or shortage of resources.

 Preparing the Recruitment policy for different categories of employees.

 Analyzing the recruitment policies, processes, and procedures of the organization.

 Identifying the areas, where there could be a scope of improvement.

 Streamlining the hiring process with suitable recommendations.

 Choosing the best suitable process of recruitment for effective hiring of resources.

Any organization wants it future to be in good and safe hands. Hence, hiring the right resource is a very
important task for any organization.

NEEDS OF SELECTION AND RECRUITMENT

Why Your Organization Needs a Recruitment and Selection Policy
 It Ensures Transparency In The Hiring Process. ...
 It Paves The Way For Merit-Based Hires. ...
 It Provides Consistency. ...
 It Lends Credibility to an Organization. ...
 It Helps Write An Appropriate Job Description.

11
Elements of recruitment and selection
Recruitment and selection are essential components of human resource management. These processes
involve various elements, each serving a distinct purpose. Here are the key elements of recruitment and
selection:

Recruitment Elements:
 Job Analysis: The process of gathering and analyzing information about a job's duties,
responsibilities, qualifications, and requirements. Job analysis forms the basis for creating job
descriptions and specifications.

 Job Description: A written document that outlines the essential functions, duties, responsibilities,
and qualifications required for a specific job position. It provides candidates with an understanding
of the role's expectations.

 Job Specification: A detailed list of qualifications, skills, experience, and attributes required for a
particular job. It helps in setting criteria for candidate selection.

 Sourcing: The act of identifying and attracting potential candidates to fill job vacancies. This can
involve both internal and external sourcing methods, such as job postings, employee referrals, and
recruitment agencies.

 Application Screening: Reviewing resumes, cover letters, and job applications to shortlist
candidates who meet the basic qualifications and criteria outlined in the job description.

 Interviews: Conducting interviews with candidates to assess their qualifications, skills, experience,
and suitability for the job. Interviews may take various forms, including behavioral, panel, or
structured interviews.

 Assessment and Testing: Administering assessments and tests to evaluate candidates' cognitive
abilities, skills, and personality traits relevant to the job.

 Selection Elements:Reference Checks: Contacting a candidate's references, such as former

employers or colleagues, to verify the information provided by the candidate and gather insights
into their work history and character.

 Background Checks: Conducting background checks to verify a candidate's criminal record, credit
history, educational qualifications, and professional credentials.

 Decision Making: Evaluating candidates based on their performance in interviews, assessments,

reference checks, and background checks to make
12
informed hiring decisions.
  Job Offer: Extending a formal job offer to the selected candidate, including details such as
compensation, benefits, start date, and other terms of employment.

 Onboarding: The process of integrating the newly hired employee into the organization. It includes
orientation, training, and ensuring the employee has the tools and information needed to succeed in
their new role.

 Feedback and Evaluation: Gathering feedback from candidates about their recruitment and
selection experience and evaluating the effectiveness of the entire process. This feedback can be
used for continuous improvement.

 Legal and Ethical Compliance: Ensuring that all recruitment and selection activities comply with
relevant laws and regulations, including equal employment opportunity (EEO) laws and non-
discrimination practices.

 Record Keeping: Maintaining accurate records of all recruitment and selection activities, including
application materials, interview notes, assessments, and job offers.

Effective recruitment and selection processes are critical for organizations to attract and retain top talent,
minimize turnover, and build a skilled and diverse workforce. These processes require careful planning,
alignment with organizational goals, and adherence to ethical and legal standards to ensure fairness and
equal opportunity for all candidates.

13
RECRUITMENT
Recruitment refers to the process of identifying, attracting, interviewing, selecting, hiring and onboarding
employees. In other words, it involves everything from the identification of a staffing need to filling it.

Depending on the size of an organization, recruitment is the responsibility of a range of workers. Larger
organizations may have entire teams of recruiters, while others only a single recruiter. In small outfits, the
hiring manager may be responsible for recruiting. In addition, many organizations outsource recruiting to
outside firms. Companies almost always recruit candidates for new positions via advertisements, job
boards, social media sites, and others. Many companies utilize recruiting software to more effectively and
efficiently source top candidates. Regardless, recruitment typically works in conjunction with, or as a part
of Human Resources.

What does recruitment involve?

While the recruitment process is unique to each organization, there are 15 essential steps of the hiring
process. We’ve listed them here, but for a detailed exploration of these steps, check out our page on Hiring
Process Steps:

 Identify the hiring need

 Devise a recruitment plan
 Write a job description
 Advertise the position
 Recruit the position
 Review applications
 Phone Interview/Initial Screening
 Interviews
 Applicant Assessment
 Background Check
 Decision
 Reference Check
 Job offer
 Hiring
 Onboarding

Types of recruiting
There are several types of recruiting. Here’s an overview:

1. Internal Recruiting
2. Retained Recruiting
3. Contingency Recruiting
4. Staffing Recruiting 14
5. Outplacement Recruiting
6. Reverse Recruiting

1. Internal Recruiting:

Internal recruiting involves filling vacancies with existing employees from within an
organization.

2. Retained Recruiting:

When organization hire a recruiting firm, there are several ways to do so; retained recruiting is
a common one. When an organization retains a recruiting firm to fill a vacancy, they pay an
upfront fee to fill the position. The firm is responsible for finding candidates until the position is
filled. The organization also agrees to work exclusively with the firm. Companies cannot, in
other words, hire multiple recruiting firms to fill the same position.

3. Contingency Recruiting:

Like retained recruiting, contingency recruiting requires an outside firm. Unlike retained
recruiting, there is no upfront fee with contingency. Instead, the recruitment company receives
payment only when the clients they represent are hired by an organization.

4. Staffing Recruiting:

Staffing recruiters work for staffing agencies. Staffing recruiting matches qualified applicants
with qualified job openings. Moreover, staffing agencies typically focus on short-term or
temporary employment positions.

5. Outplacement Recruiting:

Outplacement is typically an employer-sponsored benefit which helps former employees

transition into new jobs. Outplacement recruiting is designed to provide displaced employees
with the resources to find new positions or careers.

6. Reverse Recruiting:

Refers to the process whereby an employee is encouraged to seek employment with a different
organization that offers a better fit for their skill set. We offer Reverse Recruiting Days to help
workers with this process. At our Reverse Recruiting Days we review resumes, conduct mock
interviews, and offer deep dives into specific job roles.

15
PROCESS OF RECRUITMENT

16
SOURCES OF RECRUITMENT

Internal Sources of Recruitment

Internal sources of recruitment refer to seeking the employees from within the organisation to fill up the
vacant position. Many companies consider internal recruitment as a great option since it is cost-effective,
and they tend to hire employees who have a better know how the organisation and its policies.

Internal recruitment can be done through the following means:

1. Previous Applicants: To fill up the immediate openings, calling up or emailing the

candidates who have previously applied to the organisation is the cheapest and quickest
source of recruitment.

2. Present Employees: The recruiter can exercise promotion (to a higher position) or
transfer (inter-department or inter-branch transfer) of the current employees instead of
recruiting the new employees.

3. Employee Referrals: Sometimes, the organisation hires the candidates referred by the
existing employees assuming that such candidates are more trustworthy and reliable.

4. Former Employees: Some organisations

17 provide for an option of re-joining to its ex-
 employees. They even consider the retired employees who are willing to give their full time
or part-time services to the organisation.

Merits and Demerits of Internal Sources of Recruitment

The internal sources of recruitment are beneficial to the small-sized organisation dealing in the limited
product line, which does not require much expertise. The organisation shouldn’t be frequently exposed to
technological changes.

Read below, to have a better understanding of the related benefits and drawbacks:

Merits of Internal Sources of Recruitment

Following are some of the plus points of internal sources of recruitment:

 Internal recruitment motivates employees to perform better and get promoted.

 Employees tend to have a long-term association and develop loyalty towards the organisation.
 These sources do not involve much cost and are based on internal advertisement and mouth to mouth
publicity.
 It does not require much expertise and is a more straightforward process.
 The organisation can trust the workforce so recruited since they are pre-known to the company.
 It saves time spent on scrutinising of application and training and orientation later on.

Demerits of Internal Sources of Recruitment

Although there are some drawbacks to internal recruitment too. These are discussed below:

 Internal recruitment makes it challenging to introduce new resources who think differently, to the
organisation.
18
  Employees sometimes witness biasedness and partiality in promotion or transfer, which leads to
dissatisfaction.
 It is not suitable for all types of job openings.
 It leads to conflicts when one employee is promoted, and the other is not.

External Sources of Recruitment

External sources of recruitment signify the hiring of those employees who have never been associated with
the organisation before.

The organisation needs to include new and fresh talent to become successful and to survive in the
competition. Large organisations mostly depend on external sources of recruitment.

Following are the various external sources through which the organisation acquire new resources:

 Advertisements: The organisation advertises the job openings in the newspaper, media,
company’s bulletin, social networking sites (Facebook, LinkedIn, Twitter), job portals, etc.

 Campus Recruitment: The organisation collaborates with the educational institutes and
colleges to hire their students for the available job vacancies, by conducting the recruitment process
in the respective college campus.

 E-Recruitment: The organisation uses the web-based software as a source of recruitment

involving electronic screening of candidates, online skill test, online profile checks and interviews
on video-conferencing.

 Employment Exchange: The organisation gets itself registered with the employment
exchange, i.e. a government-affiliated agency who have a database of many prospective candidates.
These candidates register with such employment exchanges in search of better job opportunities.

 Outsourcing Consultancies: Some private consultancies are professionally working to recruit

employees on behalf of the organisation. The organisation hires such consultants on a commission
basis to acquire the desired human resource.

 Walk-ins and Write-ins: The organisations without any effort, get random applications when
the job seekers submit their CV. Either by visiting the organisation, posting the letter with CV or
mailing the CV on the company’s mail id.

 Contractors: The organisation hires a contractor who provides casual workers temporarily,
especially for a particular project, and such workers have no existence in the company’s records.

 Acquisition and Mergers: At the time of the company’s merger or acquisition of another
company; it has to lay off some of its employees as well as recruit new talents. The company
structure changes drastically.
19
  Professional Associations: Professional associations facilitates the organisation to fill in the
vacant position by advertising it in their journal or magazines. It also offers job opportunities to the
highly educated, skilled or experienced resources who are experts in their fields and hold a
membership with such associations.

Merits and Demerits of External Sources of Recruitment

External recruitment is the best means of recruitment for the medium or large organisations, diversified into
many lines of business and carrying out the bulk-hiring of employees.

Various merits and demerits of selecting external sources of recruitment have been discussed .

Merits of External Sources of Recruitment

To understand the need for external recruitment, let us go through its benefits:

 External recruitment gives a fair chance to the applicants to compete and secure their position in the
organisation.
 It is not a confidential process and ensures transparency.
 Recruiting externally promotes and encourages the intake of new and fresh talent in the organisation.
 It is widely applicable to vacancies in all type of departments for different business processes.
 The employees recruited will come up with new and innovative ideas as well as will know new
technology and skills. All this initiates organisational
20 success.
Demerits of External Sources of Recruitment
External sources though provide the organisation with a pool of applications, it has certain drawbacks too.
To know more, read below:

 The existing employees may feel less valued and defeated and may even quit their jobs.
 External recruitment is a lengthy process right from identifying the human resources requirement, to
scrutinising of applications.
 It involves enormous cost incurred on the advertisements, employment exchange, consultancies, etc.
 The employees who are already working in the organisation feel dissatisfied and demotivated if a
senior post is filled up by an outsider.
 The existing employees fear the loss of the job or their replacement on not fulfilling the performance
standards.

Alternatives to Recruitment
Recruitment has some disadvantages; for instance, it is a lengthy process and less cost-effective. Therefore,
many companies opt for other options instead of hiring, to get the work done, though some of these
alternatives are a temporary solution.

Let us now learn about some of the recruitment alternatives in detail:

 Outsourcing: When the organization develops a vacant position, it outsources the hiring process to a
third party which is specialised in recruitment services.
 Employee Overtime: During the peak time, when the production increases gradually, the
organisation demands overtime from the employees in return for additional wages.
 Temporary Employees: The organisation at times, hire temporary employees through employment
agencies to cope up with the workload in peak times. Such employees can be any technicians,
professionals or executives and are experienced personnel available at lower wages.
 Employee Leasing: The leasing companies lease out the services of their personnel to the
organisation. They are responsible for maintaining the employees’ payroll, and in return, they get
fees from the organisation.

21
SELECTION
Selection is the process of choosing employees to fill specific jobs within an organization. This process
typically includes reviewing applications or resumes, interviewing candidates, and making a final decision.
Selection is an important part of human resources, as it allows organizations to choose the best candidates
for the job.

Selection is the process of picking or choosing the right candidate, who is most suitable for a vacant job
position in an organization. In others words, selection can also be explained as the process of interviewing
the candidates and evaluating their qualities, which are required for a specific job and then choosing the
suitable candidate for the position.

The selection of a right applicant for a vacant position will be an asset to the organization, which will be
helping the organization in reaching its objectives.

Different authors define Selection in different ways. Here is a list of some of the definitions −

 Employee selection is a process of putting a right applicant on a right job.

 Selection of an employee is a process of choosing the applicants, who have the qualifications to fill
the vacant job in an organization.
 Selection is a process of identifying and hiring the applicants for filling the vacancies in an
organization.
 Employee selection is a process of matching organization’s requirements with the skills and the
qualifications of individuals.
 A good selection process will ensure that the organization gets the right set of employees with the
right attitude.

Importance of Selection
Selection is an important process because hiring good resources can help increase the overall performance
of the organization. In contrast, if there is bad hire with a bad selection process, then the work will be
affected and the cost incurred for replacing that bad resource will be high.
The purpose of selection is to choose the most suitable candidate, who can meet the requirements of the
jobs in an organization, who will be a successful applicant. For meeting the goals of the organization, it is
important to evaluate various attributes of each candidate such as their qualifications, skills, experiences,
overall attitude, etc. In this process, the most suitable candidate is picked after the elimination of the
candidates, who are not suitable for the vacant job.
The organization has to follow a proper selection process or procedure, as a huge amount of money is spent
for hiring a right candidate for a position. If a selection is wrong, then the cost incurred in induction and
22
training the wrong candidate will be a huge loss to the employer in terms of money, effort, and also time.
Hence, selection is very important and the process should be perfect for the betterment of the organization.

Advantages of Selection
A good selection process offers the following advantages−
 It is cost-effective and reduces a lot of time and effort.
 It helps avoid any biasing while recruiting the right candidate.
 It helps eliminate the candidates who are lacking in knowledge, ability, and proficiency.
 It provides a guideline to evaluate the candidates further through strict verification and reference-
checking.
 It helps in comparing the different candidates in terms of their capabilities, knowledge, skills,
experience, work attitude, etc.
A good selection process helps in selecting the best candidate for the requirement of a vacant position in an
organization.

Selection Process and Steps

As we have discussed that Selection is very important for any organization for minimizing the losses and
maximizing the profits. Hence the selection procedure should be perfect. A good selection process should
comprise the following steps −

 Employment Interview –
Employment interview is a process in which one-on-one session in conducted with the applicant to
know a candidate better. It helps the interviewer to discover the inner qualities of the applicant and
helps in taking a right decision.

 Checking References –
Reference checking is a process of verifying the applicant’s qualifications and experiences with the
references provided by him. These reference checks help the interviewer understand the conduct,
the attitude, and the behaviour of the candidate23as an individual and also as a professional.
  Medical Examination –
Medical examination is a process, in which the physical and the mental fitness of the applicants are
checked to ensure that the candidates are capable of performing a job or not. This examination helps
the organization in choosing the right candidates who are physically and mentally fit.

 Final Selection –
The final selection is the final process which proves that the applicant has qualified in all the rounds
of the selection process and will be issued an appointment letter.

A selection process with the above steps will help any organization in choosing and selecting the right
candidates for the right job.

24
The Difference Between Recruitment and Selection

25
26
 CHAPTER-3.
CHARACTERSTICS OF
RESEARCH

27
CHARACTERISTICS OF RESEARCH
Research is directed towards the solution of a problem.
Research is based upon observable experience or empirical
evidence. Research demands accurate observation and
description.
Research involves gathering new data from primary sources or using
existing data for a new purpose.
Research activities are characterized by carefully designed procedures.
Research requires expertise i.e., skill necessary to carryout
investigation, search the related literature and to understand and
analyze the data gathered.
Research is objective and logical – applying every possible test to
validate the data collected and conclusions reached.
Research involves the quest for answers to
unsolved problems. Research requires
courage.
Research is characterized by patient and
unhurried activity. Research is carefully
recorded and reported.

28
 CHAPTER-4.
RESEARCH METHODOLOGY

29
This is because; the search for facts should be made by scientific method rather than by arbitrary method.
The scientific method uses systematic rational approach to search for facts, whereas, the arbitrary method
attempts to find answers to questions on the basis of imagination and one's own beliefs and judgment.

In simple words Research is the systematic process of finding out problems between variables by
investigating inside or outside of the company and giving better solutions to it.

Research Design: Descriptive Research Design.

Data Collection: secondary data.

Proposed Analysis Technique: graphs and charts.

Tools: Analytical.

Duration of research: 45 days.

Study period: 2019-2021.

Data collection: SECONDARY DATA

Secondary data means data that are already available i.e. they refer to the data which have already been
collected and analyze by someone else.
 Books
 Report
 Magazine
 Internet

Research means search for facts in order to find answers to certain questions or to find solutions to certain
problems. It is often referred to as "scientific inquiry' or 'scientific investigation' into a specific problem or
situation.

30
 CHAPTER-5.
LITERATURE REVIEW

31
Definition:

Edwin Flippo defines Recruitment and selection process as "A process of searching for prospective
employees and stimulating and encouraging them to apply for jobs in an organization."

In simpler terms, recruitment and selection are concurrent processes and are void without each other. They
significantly differ from each other and are essential constituents of the organization. It helps in discovering
the potential and capabilities of applicants for expected or actual organizational vacancies. It is a link
between the jobs and those seeking jobs.

Work by Korsten (2003) and Jones et al.

(2006):
According to Korsten (2003) and Jones et al. (2006), Human Resource Management theories emphasize on
techniques of recruitment and selection and outline the benefits of interviews, assessment and psychometric
examinations as employee selection process. They further stated that recruitment process may be internal or
external or may also be conducted online. Typically, this process is based on the levels of recruitment
policies, job post and details, advertising, job application and and interviewing process, assessment,
decision making, formal selection and training (Korsten 2003).Jones et al. (2006) suggested that examples
of recruitment policies in the healthcare, business or industrial sector may offer insights into the processes
involved in establishing recruitment policies and defining managerial objectives.

Successful recruitment techniques involve an incisive analysis of the job, the labour market scenario/
conditions and interviews, and psychometric tests in order to find out the potentialities of job seekers.
Furthermore, small and medium sized enterprises lay their hands on interviews and assessment with main
concern related to job analysis, emotional intelligence in inexperienced job seekers, and corporate social
responsibility. Other approaches to selection outlined by Jones et al. (2006) include several types of
interviews, role play, group discussions and group tasks, and so on.

Any management process revolves around recruitment and failure in recruitment may lead to difficulties
and unwanted barriers for any company, including untoward effects on its profitability and inappropriate
degrees of staffing or employee skills (Jones et al. 2006). In additional, insufficient recruitment may result
into lack of labour or hindrances in management decision making, and the overall recruitment process can
itself be advanced and amended by complying with management theories. According to these theories, the
recruitment process can be largely enhanced by means of Rodgers seven point plan, Munro-Frasers five-
fold grading system, personal interviews, as well as psychological tests (Jones et al. 2006).

32
Work by Alan Price (2007):

Price (2007), in his work Human Resource Management in a Business Context, formally defines
recruitment and selection as the process of retrieving and attracting able applications for the purpose of
employment. He states that the process of recruitment is not a simple selection process, while it needs
management decision making and broad planning in order to appoint the most appropriate manpower.
There existing competition among business enterprises for recruiting the most potential workers in on the
pathway towards creating innovations, with management decision making and employers attempting to hire
only the best applicants who would be the best fit for the corporate culture and ethics specific to the
company (Price 2007). This would reflect the fact that the management would particularly shortlist able
candidates who are well equipped with the requirements of the position they are applying for, including
team work. Since possessing qualities of being a team player would be essential in any management
position (Price 2007).

33
 CHAPTER-6.
CONCLUSION AND SUGGESTION

34
CONCLUSIONS AND SUGGESTIONS

 Each and every company should undertake the element of corporate social responsibility into
consideration.
 It is for the benefit of the company's long life and consistent growth.
 As we have seen in this project, bpcl has conducted a number of social responsibility activities; it
has gained a good reputation in the globally competitive market.
 In these days more social responsibility u undertake, more you will get consumer's satisfaction and
earn our customer's loyalty.
 As the business is operated within the society, it becomes compulsory to conduct sr activities to win
consumers confidence and represent a global brand image atlast to say "we should give back to the
world, what we take from it."

The conclusion of the selection and recruitment process typically involves finalizing the hiring decision.
This includes extending an offer to the selected candidate, conducting background checks or reference
checks, and completing any necessary paperwork. It's also important to communicate with all candidates,
both those who were selected and those who were not, to maintain a positive employer brand. Finally, the
onboarding process begins once the candidate accepts the offer, ensuring a smooth transition into the
organization.

35
CHAPTER-7.
REFERENCES

36
Aguinis, Herman & Ante Glavas (2012). *What we know and don't know about Corporate Social
Responsibility: A review and research agenda". Journal of Management. Vol.38. No.4.
Pp.932-938.
1. Baker, Mallen (2012). "Four emerging trends in Corporate Responsibility". Retrieved from
Mallenbaker.net. "From Fringe to Mainstream: Companies integrate SR initiatives into everyday
business". An article Retrieved from Knowledge@ Wharton on May 23. 2012.
2. Bansal, Harbajan.. parida, vinu & Pankaj kumar (2012). "Emerging trends of Corporate Social
Responsibility in India". KAIM Journal of Management. Vol.4. No. 1-2.
Chaturvedi. Anumeha. (2013). "Companies give employees a nudge for corporate social
responsibility". The Economic Times (11 Jan.2013)

Corporate governance Journal. Vol. 7. No. 2. Pp. 136-147. Vaaland. Terjre.. & Morton, Heide.
(2008). "Managing corporate social responsibility: lessons from the oil industry." Corporate
communications: An international journal. Vol. 13. No. 2. Pp.
1. Hartmann. Monika (2011). "Corporate Social Responsibility in the food sector". European Review
of Agriculture Research. Vol.38. No.3.Pp. 297-324.
2. Idowu, Samuel.. & Loanna, Papasoplomou. (2007). "Are corporate social responsibility matters
based on good intentions or false pretences? A critical study of CSR report by UK companies."
Corporate governance Journal. Vol.7. No. 2. Pp. 136-147.
3. "Is CSR AIl Bullshit?" Retrieved from htt//:IndiaCSR on November 25th. 2012. Mohanty.
Bibhu Prasad. "Sustainable Development Vis-a-Vis Actual Corporate Social Responsibility".
Retrieved on http://www.indiacsr.in.
4. Moon. Jermy (2004). *Government as a driver of Corporate Social Responsibility: A U.K
comparative Perspective". International Centre for Corporate Social Responsibility.No. 20.
5. Frederick, Ma (2004). "CSR and the Knowledge Based Economy". A specch delivered at the
Corporate Social Responsibility Workshop organised by the British Consulate-General.
6. Rupani Nanik, 'Kautilya's Arthashastra: The Way of Financial Management and Economic.
Governance,'PriyadarshaniAcademy http://www.priyadarshniacademy.com_Jaico Publishing
House http://www.jaicobooks.com
7. Shah, Shashank & Sudhir Bhaskar (2010). "Corporate Social Responsibility in an Indian Public
Sector Organization: A Case Study of Bharat Petroleum Corporation Lad. Journal of Human
Values. Vol. 16. No. 2.Pp. 143-156.
8. The Economic Times (Dec 20. 2012). *Corporate Social Responsibility should be sustainable"
The Economic Times (21 Oct. 2012). *CSR: A Cloak for Crooks".

WEBSITES:
• www.rrvunl.com
• www.scribe.com
• www.thermalpower.com

37
 ANNEXURE-I
SCHEDULE-III

1. Peon
2. Sweeper
3. Gardner
4. Attendant(Guest House/Rest House/Welfare Centre)
5. Bill Distributors
6. Watchman
7.Library Boy
8.Cleaner
9.LDC
10. Telephone Operator
11. Compounder
12. UDC
13. Accounts Clerk14.
14. Store Keeper15.
15. Steno-typist

38
 ANNEXURE-II
SKILLED -A

1. Electrician-I
2. Welder
3. Turbine Attendant Radio Mechanic-I
4. Meter Tester & Repairer-I
5. Driver-I
6. Senior Operator
7. Mechanic-I

SKILLED-B

1. Electrician-II
2. Radio Mechanic-II
3. Welder-II
4. Tool Keeper-II
5. Meter Inspector-II
6. Water treatment & Plant Attendant
7. Pump Driver
8. Vehicle Driver

SEMI-SKILLED

1. Helper-I
2. Sub-Station Attendant-III
3. SBA-III
4. Consumer Call Attendant
5. Hammerman
6. Ferroman

39